Management Styles: Directing vs. Discussing

What characterizes the directing management style?

Which aspect is NOT typical of managers using the discussing style?

How do managers in the directing style typically set goals?

What is the primary communication method used in the directing style?

What role do managers typically take in the discussing management style?

What kind of decisions do managers in the directing style usually make?

Which management style relies heavily on monitoring performance?

In which management style is idea presentation and feedback considered crucial?

What management style increases employee commitment to goals?

In decision-making, what role do both the manager and employee play?

What is a key aspect of monitoring performance and providing feedback?

What is a characteristic of the delegating management style?

How can communication during task assignment be characterized?

What often leads to failures in delegation?

What does successful monitoring depend on?

What must managers avoid during the delegation process?

Characterized by clear instructions, close supervision, and a focus on immediate task completion.
Goals are typically set unilaterally by the manager.
Primarily uses one-way communication, with the manager conveying instructions to the employee.
Managers make most decisions independently.
Relies heavily on monitoring performance to ensure tasks are completed correctly and on time.

Managers act as facilitators, guiding discussions and providing support.
Idea presentation and feedback are crucial aspects of this style; it is not typical for managers to make unilateral decisions.
Employees are actively involved in decision-making.
Increases employee commitment to goals through shared ownership and collaboration.

Characterized by high levels of autonomy for employees.
Communication during task assignment is concise. It focuses on outcomes, not methods.
Failures often result from insufficient planning, unclear expectations, or inadequate support.
Successful monitoring involves establishing clear goals, providing timely feedback, and offering appropriate assistance. Managers must avoid micromanagement.

In decision-making, the manager may guide discussions, but the employee has a role in providing input or suggesting solutions.
Monitoring performance and providing feedback involves constructive criticism and celebrating successes. This is critical across all styles, but particularly important in the directing style.